Have you used an AI notetaker in interviews, with the candidate's consent?

Tools like Metaview or BrightHire write interview notes mapped to your scorecard so you can listen instead of typing. You still do the scoring.

Does a notetaker write your screening call notes into the ATS for you?

Recruiting notetakers record calls with consent, write structured notes and update fields like availability and pay in your ATS.

How to automate it

How to automate “do phone screens and write up the notes”

Here are 2 ways to spend less time on this, best first. Each comes with steps you can follow today and, for AI fixes, a prompt to copy.

30 min

typically, every day

40%

of the time can be automated

Easy

to set up

Fix 1 of 2

AIBest fix

Use an interview notetaker, with consent, and fill the scorecard from the transcript

Interview notetakers like Metaview, BrightHire or your ATS's built-in notetaker write notes mapped to your scorecard. Tell candidates and get consent; the interviewer still scores.

Typically saves about 50% of the time20 min to set up

1Check your company and local rules on recording, and add a consent line to interview invites.
2Turn on Metaview, BrightHire, the Ashby or Greenhouse notetaker, or Teams or Zoom transcription.
3After the call, use the prompt below to map evidence to the scorecard.
4Write your own rating; do not let the tool recommend hire or no-hire.

Prompt to copy

Here is our scorecard for [ROLE]:
[PASTE CRITERIA]

From the interview transcript below, list for each criterion the specific things the candidate said that are evidence for or against it, with short quotes. Do not give a rating or a hire recommendation. Do not comment on accent, age, appearance or anything not related to the criteria.

Transcript:
[PASTE]

Tools: Metaview · BrightHire · Ashby or Greenhouse notetaker · Teams or Zoom transcription · ChatGPT, Claude, Gemini or Microsoft Copilot (company-approved account)

Fix 2 of 2

Process fix

Agree three to five must-haves and add knockout questions to the application

Clear criteria agreed with the hiring manager up front make screening faster and fairer, and knockout questions (work authorization, location, license) remove obvious mismatches.

Typically saves about 30% of the time30 min to set up

1Hold a 20-minute intake with the hiring manager and agree three to five must-haves and a few nice-to-haves.
2Add yes/no knockout questions to the application for true requirements only.
3Build a simple scorecard with those criteria for screens and interviews.
4Screen every applicant against the same scorecard.

Tools: Your ATS application form and scorecards

Quick wins

Have you tried…

Have you used an AI notetaker in interviews, with the candidate's consent?: Tools like Metaview or BrightHire write interview notes mapped to your scorecard so you can listen instead of typing. You still do the scoring.
Does a notetaker write your screening call notes into the ATS for you?: Recruiting notetakers record calls with consent, write structured notes and update fields like availability and pay in your ATS.

Who does this task

Roles in our library that list this as one of their common tasks. Each guide covers the rest of that role’s week.

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